Big firm approach. Small firm sensibility. Attention to detail. Close client relationships. These are the hallmarks of our practice. They have served us well for more than 33 years, as countless clients can attest.
We counsel clients with an eye toward providing creative, practical, and cost-effective solutions for all disputes.
You have a legal problem or issue. It causes a degree of uncertainty and trepidation. It may even feel overwhelming, affecting your business or home life. At other firms, you may meet with a senior partner for the first meeting. Subsequently, you may have a revolving door of attorneys assigned to your case as it develops. At our firm, you will meet with Mr. Gilbert who will handle your case start to finish. Your case will not be delegated to one or more inexperienced associates who are learning as they go. Instead, you will benefit from over 33 years of experience representing a wealth of skills and knowledge which have been honed over time. We offer a proven track record. The strength of our firm is reflected in what we have achieved for our clients, and what we can accomplish for you. Our success now becomes your best chance at success.
We take great pride in going beyond what is expected from most law firms. You will benefit from our invaluable experience, contacts, and relationships we have developed. Our multilateral strategies will enhance the prospect of a successful outcome. Rely on our expertise and proven capability. Rely on us for trusted legal counsel and guidance. Rely on us for thinking “outside the box,†and using creative and unique approaches. This is what we bring to the table. This is what has made us successful.
Our vision is to continue to provide the highest quality legal representation available. Our steadfast commitment is to apply that vision in an effective, expeditious, and cost-conscious manner which addresses and favorably resolves your particular needs, issues and problems.
We look forward to the privilege of representing you and your interests.
After a year of working as a legal assistant, Alex attended Benjamin N. Cardozo Law School in Manhattan where he excelled earning a Juris Doctor degree. While balancing a heavy course-load, Alex maintained various positions at an Immigration Law firm and a non-profit Digital Rights organization. He also became an active member of the Intellectual Property and Information Law Fellowship, Cardozo Data Law Initiative, Cardozo Intellectual Property Law Society, Cardozo Technology Start-Up Society, Suspension Representation Project, and the Art Law Society.
Within the workplace, discipline is generally a form of ‘punishment’ that an employer imposes on its employee when he or she violates a rule or has engaged in what the employer feels is inappropriate, harmful, or dangerous conduct in the workplace. If an employer has a disciplinary policy different from the discipline it actually carries out, the result may be a wrongful termination.
Employment Discrimination
Employment discrimination is one or more forms of unfavorable and unequal treatment in the workplace based on race, sex, sexual orientation, marital status, pregnancy, religion, national origin, physical disability, and age by employers. Gilbert Law Group’s discrimination lawyers have the invaluable experience, contacts, and relationships which we have developed to get you a favorable outcome when facing employment discrimination.
Employment Contract
At the Gilbert Law Group, we have the experience and understanding to devise and negotiate the best terms possible for our clients. Negotiation is an art form which Gilbert Law Group has mastered. Gilbert Law Group skillfully represents and incorporates our clients’ individual goals and objectives when negotiating the terms of an employment agreement or separation from employment, including non-compete, non-solicitation, and/or executive compensation provisions.
Employment Litigation
Labor and Employment Law, Education Law, and Civil Service Law matters. As the Founder and Principal Attorney of the firm, Mr. Gilbert’s experience is extensive, spanning more than 42 years as an attorney, professor, negotiator, arbitrator, and mediator involving a wide array of Labor and Employment disputes in both the private and public sectors.
Non-compete Agreement
Few people work at one place their entire career. When transitioning from a job, it is common to be asked to sign non-compete and non-solicitation agreements. One issue which frequently presents itself is the inclusion of a covenant not to compete or solicit customers or employees. “Non-compete agreement” is a term used in contract and employment law to define an agreement between employee and employer that requires the employee not to enter into employment with a competing company or compete independently or in a certain market. In order for the provision to be effective, consideration is required. In other words, the employee must derive some benefit, whether it is money, or a promise of continued employment, in exchange for his/her agreement not to compete for a period of time. These restrictive covenants not to compete, when presented upon termination, resignation, or layoff, are based on the possibility that an employee might gain a competitive advantage by using knowledge of their former employer’s operations, trade secrets, or sensitive information such as customer/client lists, pricing formulae, business model, technologies, products, and marketing analyses and plans. Contrary to what some human resource professionals may advise or practice, not all situations fit a pre-ordained formula or mold. At Gilbert Law Group, we pride ourselves in devising packages and non-compete and non-solicitation agreements which meet the particular circumstances and individual needs of our clients.
Severance Agreement
A severance package is compensation and benefits which an employee may receive when he or she resigns or is terminated from employment. If an employee resigns or is terminated, the terms of the resulting severance package are critical to the future financial well-being of both employee and employer. In addition to the employee’s normal salary, a severance or separation package may also include, but is not limited to...
Sexual Harassment
Conduct and discipline: An Employee Handbook commonly binds employees to a code of conduct and discipline. Typical provisions of conduct and policy within an Employee Handbook include a company’s sexual harassment, equal employment, non-discrimination, alcohol and/or drug abuse, grounds for termination (getting fired ) and due process rights, freedom of speech in the workplace and on social media, use of email and the internet, and attendance policies. Another significant element of conduct policies often found in Employee Handbooks is the dissemination of a procedure for filing a grievance, or communicating work-related issues with supervisors and/or human resources.
Executive compensation consists of the financial awards, remuneration, and other non-financial benefits received by an executive employee for his or her services. In most cases, it is a combination of salary, bonuses, stock and/or stock options, and benefits. Any compensation package, if properly constructed, should take into consideration corporate and tax law, regulations, the objectives of the organization and the executive, and incentives for strong performance. There are many aspects of executive compensation which make expert employment law counsel critical. Executives are one class of employees that is exempt from the requirements of the Fair Labor Standards Act and state labor laws. This means that employers need not worry about paying executives minimum wage and overtime. Additional compensation is frequently provided when the executive departs. A separation from employment leads inevitably to a negotiation over severance, health insurance, bonuses, non-disparagement, covenants not to compete, and confidentiality.